Title
Establishment of Appointed Officers Unit (Unit 24) and Adoption of the Personnel Resolution Covering Appointed Officers, Personnel Resolution Covering Unrepresented Employees, Employer-Employee Relations Policy, and Citywide Salary Schedule
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FileID
File ID: 2026-00408
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Location
Location: Citywide
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Recommendation
Recommendation: Adopt a Resolution: 1) establishing a new unrepresented Appointed Officers Unit (Unit 24) within the City’s Employer-Employee Relations Policy; 2) approving the Personnel Resolution Covering Appointed Officers; 3) approving amendments to the Personnel Resolution Covering Unrepresented Employees; 4) approving the updated Employer-Employee Relations Policy (EERP); 5) approving the Citywide Salary Schedule; 6) considering and, if approved, adopting longevity pay provisions for appointed officers and clarifying individualized salary review authority as set forth in the Personnel Resolution Covering Appointed Officers; and 7) authorizing the City Manager or designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors.
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Contact
Contact: Jennifer Wilkinson, Administrative Officer, (916) 808-5925, jwilkinson@cityofsacramento.org, Department of Human Resources
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Presenter
Presenter: None
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Attachments
Attachments:
1-Description/Analysis
2-EERP (Redline)
3-Personnel Resolution Covering Unrepresented Employees (Redline)
4-Salary Schedule (Redline)
5-Resolution
6-Exhibit A - EERP
7-Exhibit B - Personnel Resolution Covering Appointed Officers
8-Exhibit C - Personnel Resolution Covering Unrepresented Employees
9-Exhibit D - Salary Schedule
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Description/Analysis
IssueDetail
Issue Detail: The Personnel and Public Employees Committee (Committee) is currently establishing a formal process for the performance review of appointed officers inclusive of the City Manager, City Attorney, City Auditor, City Clerk, City Treasurer, and Director of Public Safety Accountability who serve at the pleasure of the Mayor and City Council. The appointed officers’ salaries and benefits are established by Council. Pursuant to the Council Rules of Procedure items involving the compensation of appointed officers may only be brought forward with the initial approval of the Mayor or recommendation by a majority of the Personnel and Public Employees (P&PE) Committee.
To align with this ongoing Committee work to formalize a clear, consistent review and oversight process for appointed officers, and for transparency, administrative clarity, policy alignment, and compliance with the Council Rules of Procedure, the Committee recommends creating a distinct Appointed Officers Unit (Unit 24) under the City’s Employer-Employee Relations Policy (EERP), separating the appointed officers into their own personnel resolution that will govern the terms and conditions of their employment.
Historically, appointed officers have been included in the City’s Personnel Resolution Covering Unrepresented Officers and Employees. Separating appointed officers into their own resolution will reduce confusion between Council-appointed officers and those who are appointed by the appointed officers and other department directors, clarify accountability lines, and reinforce the unique governance structure established under the City Charter. To improve transparency and ease of administration, staff have developed a stand-alone Personnel Resolution Covering Appointed Officers that mirrors all current pay and benefit provisions. Additionally, the P&PE Committee asked that the full City Council review the potential to add longevity pay to the Appointed Officer Resolution, to be in line with employees covered under the Personnel Resolution Covering Unrepresented Officers and Employees. If Council contemplates and adds longevity pay to the Appointed Officer Resolution, the following language would be added as a new section (Section 2.9):
2.9 LONGEVITY PAY (APPOINTED OFFICER RESOLUTION)
Employees who have completed seventeen (17) years of City service shall receive longevity pay in the amount of three percent (3%) of their base rate of pay.
Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive. For purposes of determining employee eligibility for longevity pay, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined in Section 1.5, City Service.
Establishing a separate Appointed Officers Unit (Unit 24) and adopting a stand-alone Personnel Resolution does not set, standardize, or authorize uniform salaries or salary increases for appointed officers. Each appointed officer’s compensation must continue to be individually considered, discussed, and approved by the City Council in compliance with Government Code section 54953 and applicable open-meeting requirements. The creation of Unit 24 is an administrative and organizational action intended to improve transparency and governance clarity and does not alter the City Council’s existing authority, discretion, or obligation to take separate, individual action on the compensation of each appointed officer. For clarity and consistency with longstanding City practice, the following language is proposed for City Council’s consideration for inclusion in Section 4.1, Salaries:
4.1 SALARIES
a. The salaries for the Charter Officers and Director of Public Safety Accountability shall be modified only by City Council resolution. (EXISTING LANGUAGE)
b. Individualized Salary Review and Determination (PROPOSED LANGUAGE)
The salary for each Charter Officer and the Director of Public Safety Accountability shall be reviewed and considered independently and separately by the City Council. Any salary action shall be determined on an individual basis and shall not be joint, collective, interdependent, or contingent upon salary actions taken for any other position. Any salary adjustment shall be based on an individualized assessment of the specific position, including, but not limited to duties, responsibilities, performance considerations, and external market comparisons with similar positions in comparable agencies. Approval of a salary adjustment for one Council Appointed Officer shall not create an expectation, entitlement, precedent, or obligation to approve the same or any adjustment for any other Council Appointed Officer.
The proposed EERP updates establish a new Unit 24 (Appointed Officers) to clearly delineate this group from the other unrepresented units; Executive Management, Mayor/Council Support, and Executive Management Support. This reorganization ensures that each unit under the policy is clearly identified, improving administrative consistency and public transparency.
A red-lined version of the EERP is included as Attachment 2 and a clean copy of the EERP is included as Exhibit A (Attachment 6) to the Resolution.
The Personnel Resolution Covering Appointed Officers is a new document and presented in one version included as Exhibit B (Attachment 7) to the Resolution, as there is no current version from which to provide a redline document.
The specific changes to the Personnel Resolution Covering Unrepresented Employees are presented in two versions, a red-lined version of changes to the Unrepresented Resolution as Attachment 3, and a clean copy of the Personnel Resolution Covering Unrepresented Employees is included as Exhibit C (Attachment 8) to the Resolution. The only changes to the unrepresented resolution is the removal of those elements that are unique to the appointed officers. This amended personnel resolution does not provide covered employees with any new salary or benefit increases.
The Citywide Salary Schedule has been updated to:
• Add the newly established Unit 24 (Appointed Officers);
• Reflect corresponding job code number updates; and
• Incorporate adjustments required to comply with the State of California minimum wage increase effective January 1, 2026.
The specific changes to the City’s Salary Schedule are presented in two versions: a red-lined version of changes to the Salary Schedule as Attachment 4 and a clean copy of the Salary Schedule is included as Exhibit D (Attachment 9) to the Resolution.
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PolicyConsiderations
Policy Considerations: This action supports transparency, organizational clarity, and compliance with the City’s Charter and the Council Rules of Procedure. Establishing Unit 24 ensures appointed officers are properly classified within the City’s Employer-Employee Relations framework, separate from other unrepresented groups.
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EconomicImpacts
Economic Impacts: There is minimal fiscal impact associated with this action beyond the previously anticipated and budgeted adjustments necessary to meet the State’s January 1, 2026, minimum wage increase.
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EnvironmentalConsiderations
Environmental Considerations:
California Environmental Quality Act (CEQA): This action is not a project that is subject to CEQA because it is an organizational or administrative activity that will not result in direct or indirect physical changes in the environment. (CEQA Guidelines §15378(b)(5)).
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Sustainability
Sustainability: Not applicable.
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Commission/Committee Action
Commission/Committee Action: January 27, 2026, the P&PE Committee passed a motion recommending Council establish the creation of a new unrepresented unit for Council-Appointed Officers and approval of a Personnel Resolution for Council-Appointed Officers.
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RationaleforRecommendation
Rationale for Recommendation: Separating appointed officers into their own personnel resolution and establishing Unit 24 promotes transparency and clarity, streamlines administration, and ensures that appointed officers who report directly to the Mayor and City Council are distinct from other unrepresented employees who report to the appointed officers or departmental appointing authorities.
Updating the EERP and Citywide Salary Schedule ensures compliance with administrative, organizational, and legal requirements while maintaining accuracy in reporting, record-keeping, and alignment with State minimum wage law.
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FinancialConsiderations
Financial Considerations: Not applicable.
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LocalBusinessEnterprise
Local Business Enterprise (LBE): Not applicable.
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